You may have already read other articles on avoiding mistakes when choosing HR software. You hopefully know by now that not calculating your expenses correctly or ignoring senior-level management can end up costing you time and money. But have you considered some of the technical aspects of human resources management systems that could end up costing you just as much trouble?
Look through this list of technical aspects you need to pay attention to when considering an HR software purchase.
1) Security is crucial. Security is probably even more important than the HR software’s pricing and features, though these should obviously be up to par themselves. But nothing about the program will matter if there are constant loopholes and threats to your data’s security. And depending on the type of HR software you purchase, lease, or have hosted, security will come in many different forms.
Hosted HR software, for example, is stored on the developing company’s servers and they have control over them; should the servers go down or get hacked, you may not be able to access your information. And if you purchase and install a HRIS on your own servers, then you’re in charge of all security measures and monitoring any threats.
2) Future developments in technology need to be taken into account. You may have found a wonderful HR software solution for your company – it has everything you need and more. But will it still work for you two, maybe even five, years down the road? Considering the fact that technology changes rapidly, you want to make sure whatever human resources management system you’re considering is looking towards the future, as well. For example, many HRMS systems are starting to include ways to integrate social media and mobile support. Should these areas become a requirement a few years down the road and your HR software doesn’t support them, you will be looking at a failed investment.
3) Buying the most complicated or least complicated programs will always cause problems. Perhaps you’re considering a complicated, feature-heavy HR software that can do almost anything you ask it to. But don’t assume that just because you or your IT team know how to work the program, your employees will be able to figure it out. Likewise, the simplest systems may not have the correct infrastructure in their coding and development to allow you to make all the changes needed and keep your company going on that one product. A good HR software solution will offer intuitive features for the most unfamiliar user and have a flexible backend for your developers and IT team to adjust as needed according to the company’s needs.
4) Technical help for choosing and implementing HR software might be a necessity for you. Are you familiar enough with all the technical aspects to human resource information system? The answer is most likely “no.” It’s not uncommon for the decision-makers to need support and advice from others within the technical field, and many times this actually ensures you buy the best product possible for your company. There are HRMS consultants you can choose to hire to help you in your decision-making, and always make sure whoever is installing and implementing your final HR software choice has the right credentials and experience. All this could actually save you lots of trouble and expense down the road – failure would be far worse than an extra expense or two of proper guidance.
You may not have thought of many of these points, and so they are especially important to pay attention to if you are not a highly technical person yourself. Some of these areas make sense but have far more depth and technical detail to them than your average employee would feel comfortable with. Be prepared to discuss these aspects with your technical support and IT crews in addition to anyone else in your company who is helping you pick the HR software package.